Final Project
HRM/240

Final Project
Executive Summary What follows is the plan for the General Manager position at our company’s pizza restaurant. The goal of our company is to hire the best person possible for the daily operations of our restaurant. In all size companies, it is the goal to make sure the company obtains the best recruits it can obtain. The following packet is directed at giving each General Manager the correct analysis of the job, so that he/she understands what they are responsible for. It also describes the selection process, how to hire and train new employees, and the benefits for employees.
Introduction
The job market is very competitive and more companies find it important to get the best employees it can. All processes for hiring new employees must be the best they can be and fit the company’s needs. This will help with the success of the company as well as well as the employee. The complication that occurs is matching the right employee with the right job. Having the right tools will help with selection, recruitment, and make sure that only the best applicants are paid the most attention. This helps the company hire the most qualified employee for each job (Bohlander & Snell, S. A., 2007).
Job Analysis The job of General Manager is to run the restaurant according to company policy. Of all the members of the management team, the General Manager is responsible for the daily running of the restaurant. They are responsible for hiring staff, ordering food products, cash flow, increase in profit, and satisfy the customers. They must also make sure that all steps are met to meet all health food guidelines. Since the General Manager has full control of the restaurant they are expected to follow all company guidelines.
Selection Process The selection process can be very intense as hiring the right employee for the right job is required. Therefore, to obtain success it is important to use the best selection process available. It is important that is used correctly and is designed well. This can increase moral with the employees, reduce misconduct, lead to higher levels of retention, and increase customer satisfaction. Organization is important. “Organizations use several different means to obtain information about applicants” (Bohlander & Snell,
S. A., 2007, p.246). To find the right General Manager, recruitment will first fill out an application and have an interview. The application will help in choosing the right applicants. It will help show who is under qualified for the job. Not having applications can lead to waste of time when it comes to interviewing because the interviewee may not fit the company’s needs. The next stage will be to set up interviews. These interviews will help to pick the best applicants for the job in question. The interview also helps decide who does or does not meet the company’s needs. Next will come the official interview we will be able to determine who matches the qualifications needed for the job. It also allows us to ask questions of the applicants. The questions are on a following attachment. We hope to obtain applicants from hiring internally as well as from using the internet and newspapers. All new hires will be made aware of our benefits, wages, and incentives.
Wages, Incentives and Compensation Plan for General Managers Our benefits plan will include the following: Health Insurance:
The members of management shall be given medical insurance through a well know company at the price of $20 per paycheck for the employee. If, however, the employee wishes to add a spouse or child, the amount deducted from each paycheck shall be $50 for the family plan. Disability, both long term and short term, shall be provided at the cost of the employer. Dental insurance shall be offered at the rate of $10 per paycheck for the individual and $15 per paycheck for the family plan, if the employee decides to add a spouse or child. A vision plan shall be included and shall be at the cost of the employer.

Life Insurance:

The employee will be given a life insurance policy that will be twice the annual salary of the employee at the time the insurance papers are signed and shall be paid by the employer. The employee shall also be granted a $50,000 Dismemberment and accidental death policy, which will go to their beneficiaries. The company will also pay this.

Saving and Retirement:
The employee will be offered a 401K plan. They will be allowed to chose where they would like this money to go as well as how much of their paycheck are contributed. The company will match the employees contribution up to 50%.

Time Off:
The employee will be given six sick days a year. They will be paid for these days at their current rate. For extended illnesses, they will be given a leave of absence for up to one year, without loss of job or a decrease in pay. They may use this leave of absence to care for a spouse or child. In the case of family death, the employee may take off four days. The death must be that of an immediate family member. This includes: spouse, children, parents, grandparents, spouses parents, aunts, uncles, and siblings. Both male and female employees will be given days off due to the birth of their child. Males will e given two weeks and females will be given six weeks. Employees will two weeks paid vacation. It shall increase one week for every three years that the are employed.

New Employee Orientation
(Human Resources: Berkeley, 2007)
Before the Employee Comes: A new employee first day should be planned. There are steps to be taken before they arrive. They are as follows:
:
· Let existing employees know they are coming and encourage them to greet them and introduce themselves.
· Make sure the first day interesting for new hires.
· Have all guidelines available for the new employee
· Have new employee goes through orientation.
· Have their workspace prepped for them to begin work. .
· Show them where the policy manual is located and have them read over it.
· Give them a copy of the benefits package.
· Have the new employee trained by the best existing employees.
· Get them any passes or IDs they require
Their First Day at Work Try not to overwhelm the new employee on the first day. Give them information to read and make sure they are comfortable. To make it easier on the first day do the following:
· Welcome employees in a friendly and welcoming manner.
· Let the new employee what will be happening on the first day.
· Introduce them to existing employees.
· Show the new employee their office.
· Show the benefits package they will be given.
· Answer any questions the new employee may have.
· Get all the employee information and make sure it is correct and entered into the company’s computer system.
Follow-up
Check in on the new employee over the next few months and let them know where they are excelling and where they need to improve.
· What impressions does the employee have of the company?:
Ask the new employee their feelings about the company and see if they have any further questions that they may have.
· Mission statements:
Show them what is expected of them and make sure they understand it completely. Make sure to follow-up frequently.
· Process of performance appraisal:
Discuss how the employee is performing. Always let them know where they excel. Help them to come up with a plan to improve in areas that still need to be improved.
· Work rules by department:
Inform the employee of all rules. Make sure they know how to call in for sick days and how to request days off for vacations and personal time.
· Controlled substances:
Inform new employees the policy on substance abuse and any programs for employees who are suffering from this condition.
· Security: Let employees know about the rules of security. This includes keeping money locked up, doors locked, and the policy of going out after dark.
· Safety: Make sure the new employee understands all safety rules. This includes the ways to prevent workplace injury, such as wearing slip resistant shoes.
· Job-related injuries: Inform them about the procedures to handle any injurys obtained while on the clock.
·Questions for potential applicants: 1) Please describe yourself. 2) What do you consider to be your ideal job? 3) What interests you in this field of work? 4) At what point in your life did you realize this was the career for you? 5) How much experience do you have in the restaurant industry? 6) How do you respond when you are forced to wait in line and how do you try to change the circumstance? 7) Do you like dealing with people? 8) Do you work well with others? 9) Do you believe the customers are always right and do you believe in customer satisfaction at all cost? 10) What makes you the right person for this job? 11) How do you handle confrontation? 12) Where do you think you will be in five years?

References
Bohlander, G. W., & Snell, S. A., (2007). Managing human resources (14th ed.). Florence, KY: Thomson Learning Higher service organizations. Boston: Allyn and Bacon.